| Today, we have come into Knowledge-based Economy. The knowledgeable workers who have knowledgeable capital become the key resource in the development of the social economy. Peter? Drunker, in the book of the 21st century challenges of management , said"The productivity of knowledge workers on the management of the 21st century is the greatest challenge, in the developed countries it is their survival needs, there is no other method which can maintain its leadership position and their standard of living."Facing increasingly fierce competitive environment, especially the talent competition, how to attract and retain key personnel has become the focus in Chinese enterprises.Traditional salary management pattern exists that the salary aggregate level is low, salary system more emphasizes qualifications and records of service, the salary level are excessively many, the salary promotion way is unitary, that caused the outflow of massive knowledge staffs. It has hindered the high and new technology enterprise's fast development. The research people as the typical representative of the knowledge staffs has its own psychological feature and the operating characteristics, even more needs to utilize the suitable salary way to carry on the drive to it. The wide band salary takes as one of new salary management pattern, through compression salary rank, expanded salary scope, plays the role as"same post may cause different salary, different post may cause same salary, no promotion may cause the salary increase", is advantageous in guiding the staff to transform the idea, diverts their attention to promoting their technology, increasing his ability, thus promotes individual and enterprise's achievements.This thesis aims to find the problems existing in brand pay model, and to analyze one by one and propose appropriate countermeasures, finally give the design process and methods of broadband pay in order to use in enterprise management practices.After the standard research and the empirical study, the thesis draws the following main conclusion:Firstly, summaries the problem existing in the wide band salary which applies and implements in the Chinese and foreign enterprise, proposes whole design mentality of the wide band salary, and explains the item which should pay attention in the implementation of the wide band salary.Secondly, through consulting massive material, summarizes the existence questions in high-tech enterprises of our country, simultaneously has proven that the wide band salary is suitable in the high technology.Thirdly, the personnel's overall salary of researches is composed of the basic salary, the invariable salary, the welfare. Basic salary part includes wide band salary thought, forms the perfect salary plan, so long as according to researches and develops personnel's actual achievements inspection result, then we can be possible to determine that it position which locates in the wide band salary; variable salary part includes bonus and stockholder's rights drive salary, and separately points out the concrete design formula and the operation flow; welfare part, researchers personnel implement the welfare systems which include the legal welfare and the self-service type welfare unifies, it can satisfies researches personnel multiple demands, arouses their work enthusiasm.Fourthly, apply the wide band salary's overall design mentality and the method to the concrete high technology and new technology enterprise. Through long time investigation and study,find the questions exiting in the salary management system, has carried on the re-engineering using the wide band salary's thought to its salary system, has confirmed the rationality in the paper of salary design. |
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